scholarly journals The Influence of Salary Satisfaction on Self Efficacy—Organizational Climate and as a Mediator

2016 ◽  
Vol 06 (06) ◽  
pp. 184-191
Author(s):  
旻勋 游
Keyword(s):  
Organizational Climate ◽  
Self Efficacy ◽  
Salary Satisfaction

Linking transformational leadership with employees’ engagement in the creative process

2019 ◽  
Vol 42 (7) ◽  
pp. 837-858 ◽  
Author(s):  
Mohammad Tahlil Azim ◽  
Luo Fan ◽  
Md. Aftab Uddin ◽  
Munshi Muhammad Abdul Kader Jilani ◽  
Sumayya Begum
Keyword(s):  
Developing Countries ◽  
Transformational Leadership ◽  
Organizational Climate ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Creative Process ◽  
Self Efficacy ◽  
Content Type ◽  
Technology Firms ◽  
Information And Communication

Purpose Given that individual creativity is a critical element to achieving organizational competitiveness, the purpose of this study is to attempt to investigate how transformational leadership (TL) drives employee creative process engagement (CPE) by improving their creative self-efficacy (CSE). Design/methodology/approach Analysis has been performed based on 194 responses from information and communication technology firms using a cross-sectional survey design. The study follows a deductive research approach to test the hypotheses. It uses SmartPLS2 and IBM SPSS 21 for a structural equation model. Findings The investigation finds that TL significantly predicts CPE, and CSE partially mediates the TL–CPE relationship. The result demonstrates that TL shapes an organizational climate conducive to the employees’ CPE by building employees’ self-efficacy. Research limitations/implications The study sample was drawn from a single sector of the Bangladeshi economy. The sampling design represents a limitation, for which the findings cannot be broadly generalized. Replications and augmentations of the study in various industrial areas will help test the robustness and generalizability of the discoveries. Practical implications TL and CPE are desirable organizational outcomes across all cultures. From a practical standpoint, the outcomes demonstrate that TL is linked to CPE and CSE among information and communication technology employees. This study extends the appropriateness of CSE into Asian countries. Notably, it provides additional insight into a contemporary TL model that can unequivocally impact leadership development in the Bangladeshi information and communication technology firms. Managers or chief executive officers in the small and medium enterprises are expected to exhibit TL attributes by designing a supportive organizational climate that will motivate employees to exhibit creative activities. Social implications TL transforms employees’ psychological state to get them to engage in creative processes, benefiting the organizational stakeholders by their unconventional creative behavior. The TL-driven innovative outcome through employees’ CPE contributes to the development of social well-being. Originality/value This paper adds significance to the extant literature regarding the determinants of the mediating impact of CSE on TL and CPE from the viewpoints of information and communication technology firms, particularly from developing countries, such as Bangladesh. It also contributes to reconcile the findings of the previous studies around the globe in both developed and developing countries.

Identifying the Influential Factors of Knowledge Sharing in E-Learning 2.0 Systems

2020 ◽  
pp. 603-622
Author(s):  
Bing Wu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Knowledge Creation ◽  
Self Efficacy ◽  
Structural Equation ◽  
Success Factors ◽  
Influential Factors ◽  
Perceived Usefulness ◽  
Positive Effects ◽  
E Learning

As the E-Learning 2.0 system is a tool to help members manage knowledge in an effective way, this study attempts to verify the constructs of knowledge creation self-efficacy, subjective norms, perceived usefulness, organizational climate, attitudes toward knowledge sharing and the intention to engage in knowledge sharing. A sample of 284 participants from companies in China that have already implemented E-Learning 2.0 systems participated in this study. Structural equation modeling is conducted to test the research hypotheses. Research results show that (1) Knowledge creation self-efficacy, perceived usefulness and organizational climates are found to have positive effects on the intentions toward knowledge sharing in E-Learning 2.0 systems; (2) Meanwhile, system success factors of communication quality and service quality are suggested to influence the perceived usefulness of E-Learning 2.0 systems; (3) As we expected, the intentions toward knowledge sharing in E-Learning 2.0 have positive effects on knowledge-sharing behavior. Therefore, by highlighting the role of the organizational climate, the findings of current research provide practical insights for understanding how organizations should reinforce fairness, innovativeness and affiliation to create a climate of reciprocity.

Organizational climate and self-efficacy as predictors of staff strain in caring for dementia residents: A mediation model

2016 ◽  
Vol 66 ◽  
pp. 89-94 ◽  
Author(s):  
Gery C. Karantzas ◽  
Marita P. McCabe ◽  
David Mellor ◽  
Kathryn Von Treuer ◽  
Tanya E. Davison ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Self Efficacy ◽  
Mediation Model

The relationship between work characteristics and change-oriented organizational citizenship behavior

2017 ◽  
Vol 46 (8) ◽  
pp. 1890-1914 ◽  
Author(s):  
Rui-Hsin Kao
Keyword(s):  
Transformational Leadership ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Citizenship Behavior ◽  
Outcome Variable ◽  
Work Characteristics ◽  
Content Type ◽  
Individual Basis

Purpose Improving employees’ change-oriented organizational citizenship behavior (OCB) is important because of the work content and service nature of the National Immigration Agency (NIA). The purpose of this paper, which targeted immigration workers using the work design model (knowledge oriented), leadership types and organizational climate as perspectives, is to study immigration workers’ change-oriented OCB. Inspecting the knowledge-oriented work characteristics (KOWCs) of the NIA of Taiwan to find ways of stimulating change-oriented OCB through employees’ high self-efficacy is also critical. The investigators also explored how transformational leadership and organizational climate directly affect employees’ change-oriented OCB in a cross-level organization. Design/methodology/approach The subject of this research is the frontline immigration workers of Taiwan’s NIA, with its entire staff on duty at the country’s airports and ports as targets of the research. This study used a total of 312 questionnaires. Findings At the group level, transformational leadership shows significant positive influence on organizational climate. KOWCs can positively influence self-efficacy and affect change-oriented OCB on an individual basis; similarly, self-efficacy can also positively impact the individual’s change-oriented OCB. In addition, transformational leadership and organizational climate have a contextual effect on the outcome variable on an individual basis. Originality/value This finding is helpful for researching and practicing implications of HRM, such as in further understanding how the motivation from work characteristics, organization’s environment and interpersonal networks can increase employees’ change-oriented OCB.

scholarly journals Investigation of Factors Affecting Pre-School Teachers’ Vocational Alienation

2021 ◽  
Author(s):  
Neşet Mutlu ◽  
Sümeyye Öcal
Keyword(s):  
Organizational Climate ◽  
Self Efficacy ◽  
Preschool Teachers ◽  
Teacher Behavior ◽  
Efficacy Beliefs ◽  
School Teachers ◽  
Important Place ◽  
Factors Affecting ◽  
Climate Scale ◽  
Negative Relationships

Preschool teachers have an important place in achieving the goals of preschool education and in assuring its quality. Since vocational alienation affect preschool teachers' performance negatively, main purpose of this study is to investigate factors affecting their vocational alienation. For this purpose 227 pre-school teachers from Turkey voluntarily participated in the study. The model of the study was correlational survey model. Research data was collected with; Personal Information Form, Vocational Alienation Scale for the Preschool Teachers (VAS-PT), Organizational Climate Scale and Preschool Teachers' Self-Efficacy Beliefs Scale. According to teachers’ graduation degree variable, the vocational alienation scale scores of teachers at the graduate level differed statistically negatively from other groups (high school, associate degree, undergraduate). The scores of the sub-dimensions of the scale of vocational alienation of the group consisting of teachers who have a different vocation they want to do, differ negatively compared to other colleagues. Between teachers' vocational alienation scores and self-efficacy beliefs and organizational climate scores, positive and negative significant relationships were determined. There were significant negative relationships between teachers' vocational alienation scores and all sub-dimensions of the Self-Efficacy Belief Scale. Negative relationships were determined among the scores of all sub-dimensions of Vocational Alienation Scale for Pre-school Teachers and "Supportive Principle Behavior," "Intimate Teacher Behavior" and “Collaborative Teacher Behavior among Colleagues” of the Organizational Climate Scale. In addition, there were positive relationships between "Disengaged Teacher Behavior" and "Restrictive Principle Behavior" dimensions of Organizational Climate Scale and all sub-dimensions of Vocational Alienation Scale for Pre-school Teachers.

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